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The 5th Salary Transparency Report reveals that the number of women in the Brazilian labor market grew by 11%, with a highlight on black women who had a 29% increase, jumping from 3.2 million to 4.2 million employed. However, the salary inequality of 21.3% between men and women persists, and the sectors that hire the most, such as food services, surveillance, and maintenance, are among those offering the lowest remuneration in the market.
The number of women working in Brazil grew by 11% according to the 5th Salary Transparency and Remuneration Criteria Report, released this Monday (28). The news seems positive, and in part it is: more than 1 million black women entered the labor market, the hiring of indigenous women rose from 8.2% to 11.2%, and that of women victims of domestic violence increased from 5.5% to 10.5%. The numbers show that the country is employing more women than before in practically all categories.
The problem arises when looking at where these women are being hired and how much they earn. The sectors leading female employability are food services (17.8%), surveillance and security (16.2%), equipment maintenance and repair (13.6%), and building and landscaping services (13.1%). Although the growth is significant, the concentration in service provision activities with lower average remuneration helps explain why the salary inequality between men and women remains at 21.3%, a number that has barely moved despite the increase in hiring.
The sectors that hire the most women in Brazil and what this reveals
According to information released by the NSC portal, the food services sector leads female hiring with 17.8% of the total employment positions. Bars, restaurants, and catering services remain the largest employers of women, driven by the resumption of in-person consumption and the segment’s reach. Following this, surveillance and security activities account for 16.2%, a significant advance in a sector that until recently was almost exclusively dominated by men.
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Equipment repair and maintenance services (13.6%) and building and landscaping services (13.1%) complete the list of the four largest employers. The sectoral composition suggests that the growth of female employability is concentrated in service provision areas, which is positive for job creation but concerning due to the average remuneration these sectors offer. The issue is not just how many women work, but under what conditions and with what salary.
The 21.3% salary inequality that does not yield
Despite the 11% advance in employability, the salary inequality between men and women remains at 21.3%. In practice, this means that for every R$ 100 a man receives, a woman in the same role earns R$ 78.70, a difference that accumulates over months and years and directly affects the savings, investment capacity, and quality of life of female workers.
The disparity is not uniform across the country. The states with the least inequality are Acre, Piauí, Distrito Federal, Ceará, Pernambuco, Alagoas, and Amapá, where the salary difference is relatively smaller. On the other hand, Espírito Santo, Rio de Janeiro, and Paraná record the highest levels of remuneration disparity, with women earning up to 29% less than men in equivalent roles. The concentration of inequality in the South and Southeast states, regions with higher average income, indicates that the problem worsens precisely where salaries are higher.
The 29% growth in the employability of black women
The most significant data from the report is the 29% growth in the employability of black women, including black and brown women, who jumped from 3.2 million to 4.2 million employed. The advance represents more than 1 million black women who entered the labor market during the analyzed period, a number that reflects both the expansion of inclusion policies and the demand for labor in sectors that expanded their operations.
The hiring of indigenous women also grew, rising from 8.2% in 2023 to 11.2% in 2025. Women victims of domestic violence saw an increase from 5.5% to 10.5%, with 7% of establishments stating they hire women in this situation. The numbers show that the labor market is becoming more diverse, although wage inequality persists as an obstacle that turns job attainment into an incomplete victory.
The impact of the Wage Equality Law on Brazilian companies
Law No. 14,611, sanctioned in July 2023, reinforced wage equality between men and women and brought about measurable changes in companies’ internal policies. Flexible working hours rose from 40.6% to 53.9% of establishments, childcare assistance advanced from 22.9% to 38.4%, and extended maternity and paternity leave increased from 20% to 29.9%. Career and salary plans jumped from 55.5% to 66.8%.
Advances in internal policies are significant because they tackle structural barriers that maintain inequality. Childcare assistance, for example, is one of the factors that most influences women’s permanence in the labor market, as the responsibility for childcare falls disproportionately on them. Flexible working hours allow for balancing work and personal life without giving up a career. But the data shows that, even with these improvements, the wage difference of 21.3% persists, indicating that internal policies alone do not solve a problem with deep cultural and structural roots.
What the numbers say about the future of female labor in Brazil
The report paints a picture of real, yet insufficient, progress. More women work, more Black and indigenous women are employed, more companies offer childcare and flexible working hours, but the wage difference of 21.3% demonstrates that the quantity of vacancies is not synonymous with equality of conditions. As long as women are concentrated in lower-paying sectors and earning less than men in the same roles, the 11% growth will be a half-victory.
The challenge for the coming years is to transform increased employability into effective remuneration equality. This requires not only enforcement of existing laws, but also access to qualification that allows women to occupy positions in higher-paying sectors, such as technology, engineering, and finance, where female presence is still a minority. Brazil has advanced in hiring women: it still needs to advance in paying them fairly.
Do you feel wage inequality in your daily life or do you believe that the difference between men and women in the labor market is decreasing? Tell us in the comments which sector you work in and if you notice a difference in treatment or remuneration among colleagues.
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